Wang Rong, Jiang Jiang, Yang Liuqin, Shing Chan Darius Kwan
College of Management, Shenzhen University, China.
Beijing Key Laboratory of Applied Experimental Psychology, School of Psychology, Beijing Normal University, China
Psychol Rep. 2016 Jun;118(3):810-28. doi: 10.1177/0033294116644369. Epub 2016 Apr 17.
Drawing on the conservation of resources theory, the relations between abusive supervision and emotional exhaustion and intent to leave were examined, as well as the gender differences in these relations. Moreover, the moderating effect of self-esteem was tested in an integrated model stipulating that the gender-moderating effect was mediated by the abusive supervision × self-esteem interaction. Data were collected from 264 employees (111 men; M age = 32.0 years; M tenure = 9.2 years). Results of regression analyses indicated that abusive supervision was positively correlated to emotional exhaustion and intent to leave. Women reported higher emotional exhaustion and intent to leave than men. The relations of interest were stronger among employees with higher self-esteem (emotional exhaustion: β = 0.44; intent to leave: β = 0.53). The interaction of abusive supervision × self-esteem mediated the gender-moderating effect. Women's stronger responses to abusive supervision may be related to their higher self-esteem, possibly because of the importance of employment to Chinese women.
基于资源保存理论，本研究考察了辱虐管理与情绪耗竭及离职意图之间的关系，以及这些关系中的性别差异。此外，自尊的调节作用在一个综合模型中进行了检验，该模型规定性别调节作用是由辱虐管理×自尊的交互作用介导的。数据收集自264名员工（111名男性；平均年龄 = 32.0岁；平均任期 = 9.2年）。回归分析结果表明，辱虐管理与情绪耗竭和离职意图呈正相关。女性报告的情绪耗竭和离职意图高于男性。在自尊较高的员工中，相关关系更强（情绪耗竭：β = 0.44；离职意图：β = 0.53）。辱虐管理×自尊的交互作用介导了性别调节作用。女性对辱虐管理的更强反应可能与其较高的自尊有关，这可能是因为就业对中国女性很重要。
